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Sales Organization

Sales Organization. Payroll Associates, LLC User’s Conference Scottsdale, AZ April 27 th -29 th , 2006. Topics. Hiring Sales People – Profiles Building Compensation and Quotas Setting Territories Company Goals Management Reviews/Performance. Hiring Sales People. Geographically Based

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Sales Organization

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  1. Sales Organization Payroll Associates, LLC User’s Conference Scottsdale, AZ April 27th-29th, 2006 Payroll Associates Users Group Meeting April 2006 – Scottsdale, AZ

  2. Topics • Hiring Sales People – Profiles • Building Compensation and Quotas • Setting Territories • Company Goals • Management • Reviews/Performance

  3. Hiring Sales People • Geographically Based • Industry Experience? Pros and Cons • ADP/PayChex • Basic Fundamentals Known • Interview -2 Interviews/Minimum -Have candidate do a presentation

  4. Hiring Sales People • Business to Business Experience • Basic Backgrounds: -Office equipment -Telecommunications -Financial Services -Telemarketing -College Degree

  5. Quotas • Usually a 60 -90 day Ramp-Up • First Year - $130,000 in Annual Revenue • First Year - $20,000 in Set Up • Compensation: -30k Base Salary -6k in Set Up Comm. -32.5k in Revenue Comm. Total Annual Compensation = $68,500

  6. Compensation • 30k Base Salary • Car allowance of $300/mo. • 30% of Set Up Charges • 25% of Annual Revenue • Roll Call??? • Added Incentives for other programs or services

  7. Setting Territories • All markets are different • Set up a numeric opportunity • Set up based on market segment • Small vs. Mid-Market • Advantages vs. the competition (ADP/PayChex) • Have new sales rep present a business plan (Pitney Bowes)

  8. Territory Management • Division of territories can depend on many factors: 1. Amount of Prospects 2. Manageability 3. Size of Prospects 4. Layout/Saturation of Competition 5. Numeric Closing Percentages

  9. Territory Management • Setting Appointments: 1. Shoot for 8 new appts. Per week 2. Incorporate other types of calls -Lead Groups (AM) -CPAs -Other Spheres of Influence -Clients

  10. Ideal Week • Monday 9-10 am: Weekly Manager Meeting 10 am-12 pm: Phone – Setting new appts., follow up calls, internal information gathering 1-2 pm: Letters, faxes, etc. 2 – 5 pm: 2 Solid New Appts. 1 CPA Call 1 Client Call

  11. Ideal Week • Tuesday 9am-12 pm: 2 New Appts. 1 pm-3pm: 2 CPA Calls/2 Client Calls 3-5 pm: 1 New Appt.

  12. Ideal Week • Wednesday 9am-2 pm: Phone Blitz, setting appointments for next 2 weeks 2pm-5 pm: 2 New Appointments

  13. Ideal Week • Thursday 9am-1pm: 2 New Appointments 1pm-5pm: Phone Blitz, setting appointments, client calls, upselling, CPA appointments

  14. Friday • 9 am -12 pm: Office, demo practice, lead groups, education time, scope new opportunities, send letters, faxes, etc. • 2pm-3 pm:1 New Appointment • 3pm-5pm: Drop offs, play golf

  15. Summary of Week • 11 Hours of Phone • 10 New Appointments • 4 CPA Calls • 1 Lead Group/Sphere of Influence • 3-4 Hours of Letters, follow up • 1 hour every day (Mon-Thurs) 5 pm-6pm, Close out paperwork, misc.

  16. Annual Equivalent • 50 work weeks Per Year • 500 Appointments per Year -If I need 80 Units/Yr. -I need to close 16% of calls

  17. Management • Trade territories for the day • Incorporate Client communications with daily activity • For the big calls- PRACTICE • Know the applications • Make every rep trench ready!!!!

  18. Management • Do Character Building Activities • It is a hard job • Go on as many calls as poss. • Weekly Meetings to review activity and results • Time and Territory • Off Hour Time • Keep making it interesting and try new things with your reps.

  19. Company Goals • Make this clear to Sales People • Be upfront, and share the revenue goals of the company • Make the bar high • Continue to Educate • Break it down to the day

  20. Performance and Reviews • Be involved every week • Set short term and long term goals • Use as basis for performance • Impart rewards for goal achievement • Create warnings and notices • Weekly/Monthly/Quarterly/Annually • Proper Preparation Prevents Poor Performance

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